• Develop & implement the strategic plan for organizational development, aligning with company goals.• Create and develop a balanced scorecard framework that aligns with strategic objectives and identifies department KPIs.• Develop & manage performance management systems fostering accountability and continuous improvement.• Assess organizational structure, culture, and processes to identify areas for improvement.• Create & develop HR policies, procedures, organizational charts, and workflows; manage job analyses and descriptions for optimal resource allocation.• Create & develop the Authority Matrix to define decision-making responsibilities and authority levels.• Create & develop the competency framework to establish required skills and competencies for various roles.• Conduct workload analysis to ensure balanced work distribution.• Lead change management initiatives to enhance employee engagement, communication, job satisfaction, and organizational culture.• Design and implement talent management programs to attract, develop, and retain high-potential employees.• Develop, manage, and execute succession planning with department managers, including setting criteria and ensuring effective implementation.• Handle employment relations issues, conduct exit interviews, analyze satisfaction, and develop action plans to improve retention and resolve problems.• Lead the Training & Development team, overseeing the creation and execution of the Training & Development Plan, coordinating with training providers, developing training programs, and managing summer internships for university students.• Monitor and evaluate training effectiveness, manage budgets, and prepare ROI reports.• Ensure training initiatives align with company goals and make necessary adjustments to enhance outcomes.• Develop and implement strategies for professional growth, ensuring training programs meet employee needs and drive improvement.

– Develop and implement the strategic plan for organizational development, aligning with company goals.– Assess organizational structure, culture, and processes for improvement.– Create and update HR policies, procedures, organizational charts, and workflows.– Manage job analyses, descriptions, and optimize organizational structure.– Implement performance management systems and balanced scorecards.– Train managers on performance management and provide ongoing support.– Conduct workload analysis and balance work distribution.– Lead and implement change management initiatives.– Enhance employee engagement and organizational culture.– Design talent management programs and collaborate on succession planning.– Develop policies for transfers, promotions, and demotions.– Handle employment relations issues and diagnose organizational problems.– Update HR dashboards, analyze metrics, and report to top management.– Implement training plans and manage training budgets.– Evaluate training materials and monitor training effectiveness.

– Created and updated organizational structure and workflow charts.– Conducted job analysis, developed job descriptions, and ensured regular updates.– Set KPIs with managers, gathered data, and prepared reports.– Created and developed competency models.– Designed and developed a performance management system for all departments and levels.– Managed the performance appraisal process, monitored compliance with timelines, and submitted required reports.– Created and updated HR dashboards, conducted workload analysis, and analyzed data using HR metrics such as time to hire and employee turnover rates. Provided detailed HR reports to senior management teams.– Issued and developed policies, processes, career paths, and succession plans.– Managed employee probationary periods, transfers, promotions, and demotions.– Oversaw the on-the-job training process for newly hired employees, including orientation programs, onboarding plans, and engagement programs.– Created training needs analysis plans to address problems solvable through training and prepared the training budget.– Developed, implemented, and processed findings from the Employee Satisfaction Survey, and communicated action plans to the HR Manager.– Oversaw the exit interview process and presented findings to help reduce turnover rates.– Handled employment relations issues such as grievances and employee welfare. Diagnosed potential organizational problem areas and assisted in resolving them.

– Created and updated organizational structure and workflow charts.– Conducted job analysis, developed job descriptions, and ensured regular updates.– Set KPIs with managers, gathered data, and prepared reports.– Created and developed competency models.– Designed and developed a performance management system for all departments and levels.– Managed the performance appraisal process, monitored compliance with timelines, and submitted required reports.– Created and updated HR dashboards, conducted workload analysis, and analyzed data using HR metrics such as time to hire and employee turnover rates. Provided detailed HR reports to senior management teams.– Issued and developed policies, processes, career paths, and succession plans.– Managed employee probationary periods, transfers, promotions, and demotions.– Oversaw the on-the-job training process for newly hired employees, including orientation programs, onboarding plans, and engagement programs.– Created training needs analysis plans to address problems solvable through training and prepared the training budget.– Developed, implemented, and processed findings from the Employee Satisfaction Survey, and communicated action plans to the HR Manager.– Oversaw the exit interview process and presented findings to help reduce turnover rates.– Handled employment relations issues such as grievances and employee welfare. Diagnosed potential organizational problem areas and assisted in resolving them.

– Created and published job advertisements across various job portals.– Conducted initial phone screenings to shortlist qualified candidates and performed in-person interviews. Followed up with candidates throughout the hiring process.– Managed and processed monthly payroll and benefits.– Provided support to employees on HR-related issues, including leaves and compensation.– Monitored all leave records and reported on absences and working hours to enhance policies.– Developed and implemented HR policies, organized performance management processes, and assisted in conducting performance reviews.– Maintained employee files and records in both electronic and paper formats.– Managed timekeeping and personnel records.

– Monitored and updated the company manpower and organizational charts, including transactions related to promotions, demotions, transfers, etc.– Handled performance appraisals and submitted the required reports.– Developed job analysis, job descriptions, and workload analysis for all positions.– Issued the training needs analysis and training plan.– Implemented the training plan throughout the year and managed training documentation.– Developed and implemented manager and staff development programs that support the organization’s succession plan.– Finalized the organization’s succession plan analyses and reports.– Managed the process of career path planning.

– Maintained and updated employee files and records in both electronic and paper formats.– Managed daily attendance transactions in the HR system and prepared monthly reports with payroll variables.– Monitored and recorded employees' annual leave.– Ensured employee compliance with internal procedures, policies, and laws.– Prepared memos related to salary releases and payments for both current and resigned staff.– Managed employee termination and suspension processes, including resignations and contract terminations.– Prepared documentation for deductions and overtime.– Provided support to employees on various HR-related topics.

– Assist in sourcing candidates through various channels, including job boards, social media, and employee referrals.– Screen resumes and conduct initial interviews to shortlist qualified candidates.– Coordinate and schedule interviews, assessments, and pre-employment background checks.– Assist in preparing employment contracts and offer letters for new hires.– Coordinate exit interviews and manage the documentation process for employee separations.– Maintain accurate and up-to-date employee records in the HR information system.– Respond to employee inquiries regarding HR policies, benefits, and general HR-related matters.– Support the management of employee attendance, leave records, and timesheets.